IntroductionThe objectives and missions of the organization can be achieved effectively if employees are adequately involved in their activities. Platts & Sobótka (2010, p. 349) argue that the employee, being the main factor that determines whether the organization excels or not, should be treated in a way that makes him improve his willingness to perfect his work. The performance of an organization depends on three factors: the first factor is inputs, i.e. a category of employees who offer their skills, knowledge and skills. The second factor is human resources which have the role of transforming inputs into results. The third factor is output and this depends on the working behavior of inputs and human resources. Managing employee performance includes: planning work and setting expectations; performance monitors; develop and improve performance capacity; performance evaluation and reward for excellent performance. Employee Performance Management Effectiveness in an organization can be achieved if planning is done in advance. In planning, the organization's performance expectations are established and individual and group goals that should aim to achieve the organization's goals are identified. Employees should be involved in the planning process and their involvement should ensure that they have a better understanding of the organization's goals. Duff (2010, pp. 68-72) suggests that employees involved in planning have a better understanding of what needs to be done, why it should be done, and the best ways in which it should be done. Employee performance planning requires the establishment of performance standards and elements that should be measurable, achievable, understandable, fair… half of the document… Brotherton, P., 2011. “Improving the economy stimulates efforts of talent management". T+D, January 1, 16-17.http://www.proquest.com/Debbie, L., 2011. “Total Reward: A Totally Rewarding Strategy.” Business Consultant, March 1, 39. http://www.proquest.com/Duff, A., 2010. It's all about RESULTS. Director, October 1, 68-69, 71-72.http://www.proquest.com/LaForest, S., & Kubica. 2011. “Management Issues.” Leadership Excellence, 1 February 12. http://www.proquest.com/ (accessed 15 April 2011). Platts, K. and Sobótka, 2010. “When the Innumerable Counts: An Alternative to Employee Performance Monitoring.” Business Horizons 53, no. 4, (July 1): 349. http://www.proquest.comRavi, T. S, and Sunanda, P., 2011. “Wage Ascension to Hit 2007 Levels This Year: Experts [Jobs].” The Economic Times, March 7, http://www.proquest.com/ (visited April 15, 2011).